TSC Rolls Out Automatic Three-Year Promotion Policy For All Teachers

In a significant policy shift aimed at improving career progression and motivation within the teaching profession, the Teachers Service Commission (TSC) has officially launched an automatic promotion scheme for teachers across the country.

Under the new policy, according to TSC, teachers will be promoted after every three years of service based on performance, eliminating the need for competitive interviews for those in common cadre grades.

The TSC announced that the new promotion model will benefit teachers at all academic levels, including holders of certificates, diplomas, and bachelor’s degrees. According to the Commission, this structured progression system is intended to streamline promotions while also recognizing the consistent efforts and performance of educators in their various teaching roles.

The Commission explained that the automatic promotion framework is built around a fixed timeline and performance-based criteria. Teachers will be evaluated during their day-to-day duties, rather than through formal interview panels, and will be promoted after meeting the service and performance requirements.

Teachers currently serving in Grade C1 will automatically move to Grade C2 after completing three years of service, provided their performance meets the set standards. Bachelor’s degree holders in Grade C2 will be elevated to Grade C3 after a similar three-year period.

P1 certificate holders who were appointed at Grade B5 will now be eligible for automatic promotion to Grade C1 after three years. Teachers in Grade C1 and C2 will progress to Grade C2 and C3, respectively, under the same criteria.

“The progression model is designed to provide upward mobility for teachers based on merit and years of service without the stress of repeated interviews,” the TSC stated. “Instead, their performance will be assessed continuously during their service.”

In addition to the promotion reforms, the Commission reaffirmed its commitment to equitable teacher recruitment and deployment across the country. TSC noted that it adheres to detailed recruitment guidelines that align with current staffing needs and budgetary provisions.

The Commission revealed that teacher recruitment is guided by several factors including: Professional qualifications, Age of the applicant, Duration since graduation and Completion of the Competency-Based Curriculum (CBC) upgrade.

To ensure nationwide balance in teacher distribution, the Commission has implemented a fair allocation system for recruitment across all 47 counties.

“There are policies that guide the maximum number of schools per region, ward, or locality, and these influence teacher deployment to ensure every school has access to qualified staff,” TSC added.

The teacher recruitment process begins with the identification of existing vacancies. Once the need is confirmed and approved, the Commission advertises the positions on its official website and through national print media outlets, inviting applications from qualified teachers.

TSC clarified that all teacher placements are subject to the existing budgetary framework and institutional staffing needs. The Commission emphasized that teacher hiring and promotions are not arbitrary but are part of a systematic process that aims to balance teacher supply and demand within Kenyan schools.

The automatic promotion policy is expected to boost teacher morale, improve retention, and enhance education quality by encouraging long-term commitment to the profession. It also aligns with broader efforts by the Ministry of Education to professionalize teaching and ensure that career progression is both fair and transparent.

As TSC rolls out the new model, teachers across Kenya will now have a clear and predictable path for career growth, one that rewards their dedication without the burden of repeated interviews.

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